A federal court has enjoined the Fair Labor Standards Act (FLSA) salary increase. The court’s order, entered on November 22, 2016, is a nationwide preliminary injunction. As a result, employers do not have to comply with the new FLSA salary threshold on December 1, 2016.
Hackers and their network of attack bots do not care if you are a Fortune 100 company, the U.S. government or a small business. If they can get in and do damage, they have met their goal of you now having to call an ‘exterminator’.
Although the fluctuating workweek is permitted, the Department of Labor does not like it.
Does training count as work? Generally, if the training program is intended to improve the employee’s job skills, the employer must pay for the employee’s time in the training. There are some instances, though, where the employer is not on the hook.
On May 17, 2016, the Department of Labor issued its final FLSA ruling. Under the new regulations, any employee who is paid less than $47,476 per year will be entitled to overtime pay, effective Dec. 1.
The Fair Labor Standards Act (FLSA)—the law that gives us the minimum wage and mandates overtime pay, except for exempt employees—is about to change.